How can you use gamification to motivate and reward learners in your e-learning programs?

Gamification takes the mechanics of games and places them into other activities. This improves user experience and motivates them to behave in a certain way. It boosts motivation by making completing the required behavior or action more fun. This, in turn, promotes the end user to engage more with the process and repeat the desired behavior or action in the future. Ultimately, Gamification’s purpose is to influence behavior and reward participation. Gamification can increase learner adoption, engagement, and completion of training. When used strategically it: Motivates and engages learners Helps to create healthy competition Emphasizes the learning goals that have been set

I think gamification works best if there is a "game narrative" - a reason for gaining points, a backstory to the exercise. Not just points, badges and leaderboards.

We can use gamification as advanced organizer to challenge students and also as main task during the modules either as ivestigator to point out knowledge that is missing or as final excersice for application and self assesment activity. Gamification is the best way for rewarding and qualitative e-learning.

Learning experience to be improved through activities only. The gamification is first step of all LXD because most of the game based on 'Known to Unknown'. The e-learner can experience “fun” during the game and still learn if the level of engagement is high even though he / she is sitting remote or alone. An empathy gamification strategy with engagement will lead to an increase in recall and retention.

By incorporating badges into learning programs, employees receive visual tokens of their progress and expertise, boosting their confidence and incentivizing further learning. By harnessing the principles of game design, organizations can motivate employees to actively participate in learning activities, ultimately driving performance and fostering a culture of continuous development.

When rewarding users with badges, it's imperative that the badges are visible in a global account environment - for instance if you all use SLACK, these badges should be pulled through into your profile, and even added to your email footers for "bragging" rights. Perhaps not all of the badges, but the larger milestone badges. People are competitive by nature. But not everyone is a boaster.

One of the key aspects of integrating badges and awards in e-learning programmes is fostering a positive attitude towards making mistakes and encouraging persistence. In traditional learning environments, students often view errors as failures, leading to decreased motivation and engagement. However, gamification can shift this perception by framing mistakes as part of the learning journey. Badges earned after completing specific tasks or units can serve as milestones that reward not just success, but also the effort and resilience demonstrated by students in the face of challenges. This approach helps learners develop a growth mindset, viewing errors as opportunities for improvement rather than setbacks.

I've seen students engage in learning outside of class just to earn badges and awards, proudly showing them off to others. This demonstrates that the system works, boosting their morale and motivating them to learn more.

He podido comprobar con mi experiencia, que el uso de recompensas dentro del entorno laboral ha estado siempre marcado por la desconfianza en los empleados y la falta de creatividad en los líderes. Sin embargo, en aquellos casos donde se ha dise?ado un sistema de recompensas realista y sincronizado con los objetivos de desempe?o y los planes de formación, el éxito de estos, así como la satisfacción de los empleados ha sido notable. Desde insignias, premios físicos, hasta certificaciones y cursos, el abanico de posibilidades es amplio y aún poco explotado. Sus beneficios son muchos, ayudando a la implicación de los empleados y a la mejora de las competencias internas del equipo al motivarse siempre en mejorar y aprender.

Here are a few more things to consider when making level progression in e-learning gamification: 1. Clear Objectives: Set learning objectives for each level. Learning should know what they need to do to move forward. Think about matching goals to real-life situations or practical uses. 2. Feedback and rewards: Give feedback on how learners are doing. Celebrate their achievements when they finish a level. Rewards can be in the form of badges, certificates, or virtual things. Make rewards that match what your learners want and need.

Attention à ne pas tomber dans une classification hiérarchique des apprenants : "niveau 1", "niveau 2", … Préférez des niveaux matriciels.

Introduce a tiered progression system where employees advance through levels as they complete training modules or demonstrate proficiency in key competencies. For example, new hires could start at the "Novice" level and progress to "Intermediate" and "Expert" levels as they gain knowledge and skills relevant to their roles. Advancing to higher levels could unlock access to advanced training materials, mentorship opportunities, or leadership development programs, providing employees with clear goals to strive for and a sense of progression in their careers.

One often overlooked component of development and accomplishment is self-reflection. Journaling, vlogging, and coached reflection can be really strong motivators that can feed into a deeper sense of overall meaning and purpose. PBLs are great motivators in the classroom, and can be really powerful additions to a learning program. They can also be a really useful reference point in structuring and grading the difficulty of a syllabus, but I still see them fundamentally as black-hat drivers.

Level progress is similar to the points system but goes further by dividing learning content into levels or stages. This provides students with a clear structure and a sense of continuous progress. Completing each level is often linked to specific professional skills relevant to future jobs. Students are more motivated when they see that each level brings them closer to their career goals and enhances their employability.

One of the best ways to motivate and reward learners is to tap into that competitive edge. Introduce challenges, quests, or missions that require learners to apply their knowledge and skills in real-world scenarios. Encourage learners to complete challenges within a specified timeframe or with certain criteria to earn rewards or advance in the game. Offer virtual rewards such as virtual coins, tokens, or unlockable content that learners can collect and redeem for real or virtual prizes.

Create interactive challenges or quests that require employees to apply their newly acquired knowledge and skills in real-world scenarios. For instance, employees undergoing customer service training could be tasked with resolving simulated customer complaints, while sales teams could participate in role-playing exercises to practice objection handling techniques. Completing these challenges not only reinforces learning but also provides employees with valuable hands-on experience, increasing their confidence and competence in their roles.

C'est LE meilleur moyen de gamifier : "Serez vous capable de régler le problème de Jér?me ?" "Pouvez-vous trouver une solution à ce problème ?"

This can be really helpful, as setting a quest would allow a team of students to work together, each student expert in a specific subject or content and would integrate his or her knowledge with others' while solving the challenges and quest. This would enhance not only learning but also a great teamwork had to be displayed, which is a key requirement in today's world of professionals.

Challenges and quests are special tasks or projects that provide additional incentives for students. They are often more complex and practice-oriented than standardized tasks, promoting the application of learned knowledge in realistic scenarios. These challenges can be directly aligned with the requirements of certain professions, giving students a clear connection to the job market. The opportunity to solve career-relevant problems greatly increases students' motivation and engagement.

Le feedback est le meilleur allié de la gamification, faites-en le plus possible, mais de manière graduelle : - un petit effet visuel et/ou sonore - un simple commentaire de quelques mots - un commentaire complet d'une ou plusieurs phrases - une synthèse complète des résultats obtenus.

Provide immediate and constructive feedback to employees as they progress through training activities. For example, after completing a sales simulation exercise, employees could receive feedback on their performance, highlighting areas of strength and areas for improvement. Feedback could be provided by trainers, peers, or through automated systems, enabling employees to track their progress and make necessary adjustments to their learning strategies.

Le feedback notamment en formation à distance est un ingrédient incontournable En effet cela permet à l'apprenant d'être en mesure de réajuster sa stratégie et donc de continuer de progresser

When it comes to gaming, in order to progress, we must be able to think critically about where we are, what we want to achieve and decide how we are getting there. To do so, we need to get some kind of actionable feedback. The process of learning is pretty much the same. And that is why including gamification into our lessons makes so much sense! When students are guided into having a more critical look to their own learning process and when they get constant effective and actionable feedback, students are able to develop linguistic skills, social skills and above all their autonomy. They have ownership of their learning trajectory.

Feedback Schleifen sind essenziell für die Gamification im E-Learning. Sie bieten den Studierenden kontinuierliche Rückmeldungen zu ihren Leistungen, was zur Verbesserung und Selbstreflexion beitr?gt. Effektive Feedback Schleifen betonen nicht nur den aktuellen Lernstand, sondern auch die Relevanz für die berufliche Zukunft. Wenn Studierende verstehen, wie ihre aktuellen Leistungen ihre zukünftigen Berufsaussichten beeinflussen, sind sie st?rker motiviert, kontinuierlich an ihren F?higkeiten zu arbeiten und ihr Bestes zu geben.

Social engagement is a creative way to foster community, motivate the learner, and promote social interactions in gamified environments (onsite or online). This strategy further prevents social isolation.

Integrating social features like forums, discussion boards and multiplayer games enable learners to collaborate, compete, or share insights. Peer interaction adds a social aspect to learning and can enhance motivation.

In my experience, social engagement is a great strategy. Peer recognition is appreciated by many and the competitive spirit is in all of us, one way or another.

Foster a sense of community and healthy competition among employees by incorporating social features into training programs. For instance, employees could participate in group challenges or competitions where they collaborate with teammates to achieve shared goals or compete against other teams for recognition and rewards. Leaderboards could be used to track progress and highlight top performers, encouraging friendly competition and motivating employees to excel.

when you need to set a task and you tell students to get together, it does not matter if it is gamification. Because when social skills need to be tested and your students enjoy each other's company they appreciate the companion' s opinion, point of view and interests, making the approach to a topic based on gamification more rich.

Gamification leverages game design elements in non-game contexts to enhance learner engagement and motivation. In e-learning, incorporating points, badges, and leaderboards fosters a sense of achievement and competition. Setting up levels or milestones encourages continuous progression. Rewards for completing challenges can be intrinsic, such as unlocking new content, or extrinsic, such as certificates or tangible prizes. These elements, when aligned with learning objectives, not only make the learning process engaging and enjoyable, but also reinforce learners' commitment and participation in the program. #eLearning #Gamification

Todos os elementos de jogos citados no artigo s?o excelentes para a gamifica??o de a??es de desenvolvimento humano nas organiza??es! Porém, de todas as minhas experiências no tema, posso afirmar que nenhum deles será eficaz se os objetivos - de negócio e de aprendizagem - n?o estiverem bem tra?ados. Uma gamifica??o só é uma gamifica??o quando tem metas claras e, com elas, mensura??es específicas. E só é uma gamifica??o pura quando todas as dinamicas empregadas trabalham em prol do engajamento voluntário dos participantes.

Using avatars in gamified e-learning programs can also significantly enhance learner motivation and engagement. For example- Learner Profile: Upon enrollment, learners can create their own avatars, choosing from various appearance options, outfits, and accessories. Personalization: As they progress, they can unlock new customization options for their avatars based on achievements, milestones, etc. Virtual Classrooms: They can join virtual classrooms where their avatars can interact with others, participate in group discussions and collaborate on projects. Peer Feedback: Avatars can even give and receive feedback on performance in interactive scenarios, fostering a supportive learning community.

Unpopular opinion: Gamification doesn't necessarily lead to engaging learners or making the learning stick. It all depends on the target audience. For audiences of younger age or new joiners, having leaderboards, rewards and characters work wonders. For C-suite employees, gamified elements might appear to be a bit childish. In such cases, make content the king. Have rich content, link objectives to the company's mission, add relevant interactivities like real-life scenarios, subtle color codes and design and you'll notice your engagement has sky-rocketed.